...paper is to examine the business case for ethnic diversity in the British National Health Service (NHS). It seeks to contextualise issues around diversity within the current political environment, and identify the barriers to diversity in the NHS. The business case has been very strongly argued as justification for introducing both managing diversity and equal opportunity initiatives - here the paper examines the inconsistencies of using that argument, and maintains that the only justification worth presenting is that based on (deontological) moral arguments. Design/methodology/approach - The paper is conceptual in nature exploring the respective cases for diversity using a broad range of the available literature brought together as part of a rapid evidence assessment. It does so in order to make some far-reaching claims about the future justifications for active diversification of senior management in key public sector institutions. Findings - The distinctions between the business and moral cases are false, in that both have ethical reference points. However, the business case is not only difficult to translate to public sector institutions; there are also evidential problems with its adoption. In light of this the conclusion here is that the moral (deontological) case is the only one that has any long term value for proponents of diversity. Originality/value - The value of this paper is that it examines the confusion that surrounds different cases for advancing diversity as a policy...
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...declare that no material contained in the thesis has been used in any other submission for an academic award and is solely my own work Signature of Candidate Type of Award School ___PhD_________________________________ ___Centre for Professional Ethics___________ 1 Abstract It was long assumed that both multiculturalism and feminism are connected to progressive movements and hence have comparable and compatible goals. However, both in academia and in popular media the critique on multiculturalism has grown and is often accompanied with arguments related to gender equality and/or feminism. According to political scientist Susan Moller Okin for example there are fundamental conflicts between our commitment to gender equality and the desire to respect the customs of minority cultures or religions. If we agree that women should not be disadvantaged because of their sex, she argues, we should not accept group rights that permit oppressive practices. Okin’s claims led to a complex and highly important debate both in academia and in public debates. The main aim of this thesis is to explore in depth the different discourses about multiculturalism and feminism and develop a more inclusive and nuanced...
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...in the workplace. The diversity issues involving gender, sexuality, race, age, culture and religion will be explored, and the benefits that diversity training brings in each area will be outlined. Examples of the approaches that many Fortune 500 companies are taking will be touched on throughout the paper, as well as, the strategies behind corporate inclusion. Finally, manager’s recommendations will be given on ways to incorporate diversity training into an organization, and the potential outcomes that it brings to an organization. Introduction People differ in many aspects of their lives. We differ in race, color, sex, religious beliefs and origin to name a few. These diverse characteristics are what make us so unique from one another. Some people see diversity as an opportunity to learn and grow from other people, but others see it as a hindrance, which should be eliminated. Discrimination is defined as treatment or consideration, or making a distinction in favor of or against a person or thing, based on class or category rather than individual merit (http://en.wikipedia.org/wiki/Discrimination). In most cases discrimination is negative behavior displayed to somebody because of their differences. It has been around for many years and occurs in all areas of life, including the workplace. As the working...
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...Policy Critical Perspectives on Multiculturalism David Bromell Institute of Policy Studies Ethnicity, Identity and Public Policy Critical Perspectives on Multiculturalism David Bromell Institute of Policy Studies First printed in 2008 Institute of Policy Studies School of Government Victoria University of Wellington PO Box 600 Wellington © Institute of Policy Studies ISBN 158 IPS/Pub/978-1-877347-26-9 This book is copyright. Apart from any fair dealing for the purpose of private study, research, criticism or review, as permitted under the Copyright Act, no part may be reproduced without the permission of the Institute of Policy Studies. Copy editor: Belinda Hill Cover design: Milne Printers Ltd Printed by Milne Printers Ltd Contents List of Tables iv List of Figures iv List of Boxes iv Foreword v Acknowledgments and Disclaimer ix Part One: Introduction and Context of Inquiry 1 Introduction 2 New Zealand Context 3 21 Part Two: Communitarian Responses to Liberalism Introduction to Part Two 61 3 Civic Republicanism: Michael Sandel 63 4 The Politics of Recognition: Charles Taylor 83 Part Three: Multiculturalism Introduction to Part Three 105 5 Multicultural Citizenship: Will Kymlicka 107 6 Common Citizenship in a Multicultural Society: Bhikhu Parekh 151 Part Four: Critical Responses to Multiculturalism Introduction to Part Four 187 ...
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...Cultural diversity in Britain A toolkit for cross-cultural co-operation Phil Wood, Charles Landry and Jude Bloomfield With the current debate about ‘multiculturalism’, this study sets out a new approach to cultural diversity. It explores ways of unlocking the potential in diversity and identifies strategies to aid greater exchange between different cultural groups. The authors examine the connections between cultural diversity, innovation and thriving, prosperous urban communities, in relation to the economic, social and cultural mix of Britain’s population. They developed tools to harness the potential of diverse communities, and their powers of innovation, for use by policymakers, planners and practitioners. These include a set of indicators of openness to check the readiness of a city to take advantage of diversity, and the intercultural lens through which professionals can examine the familiar in a new light. The study evaluated six aspects of local activity: public consultation and engagement urban planning and development business and entrepreneurship schools the arts and creative industries sport. The project went further by helping participating cities to develop specific economic, social, cultural and planning policies and so to become role models for others. The study draws on local case studies and in-depth interviews with 33 intercultural innovators in seven UK cities, with comparative analysis also conducted in Europe, North America and Australasia. It is aimed...
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...Cultural Diversity in Australia Paper by John Thompson, Collection Research, Documentation and Promotion, for the National Conservations and Preservation Strategy Public Forum, October 1996. Introduction This paper has been written in response to an invitation from the Conservation Working Party of the Heritage Collections Committee of the Cultural Ministers Council. Its purpose is to consider the implications of cultural diversity in Australia in a program which seeks to implement the National Conservation and Preservation Policy for Movable Cultural Heritage issued by the Heritage Collections Committee of the Cultural Ministers Council in September 1995. That document included ten policy statements intended to provide the framework for a proposed National Conservation Strategy which might pave the way for a concerted effort to improve the conservation status of heritage collections in Australia. In relation to cultural diversity, the statement of policy (Policy Statement 2) was expressed as follows: The Commonwealth, State, Territory and Local Governments acknowledge the diversity of cultures of the Australian people which should be reflected in the definition and identification of movable cultural heritage. Expressed in this way, the policy statement does little more than state the obvious that Australia is a culturally diverse community and that efforts, unspecified, should be made to ensure that justice is done to this demographic and social reality in the programs which...
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...Cross-Cultural Communication Theory and Practice Barry Tomalin; Brian J. Hurn ISBN: 9780230391147 DOI: 10.1057/9780230391147 Palgrave Macmillan Please respect intellectual property rights This material is copyright and its use is restricted by our standard site license terms and conditions (see palgraveconnect.com/pc/connect/info/terms_conditions.html). If you plan to copy, distribute or share in any format, including, for the avoidance of doubt, posting on websites, you need the express prior permission of Palgrave Macmillan. To request permission please contact rights@palgrave.com. Cross-Cultural Communication 10.1057/9780230391147 - Cross-Cultural Communication, Brian J. Hurn and Barry Tomalin Copyright material from www.palgraveconnect.com - licensed to Griffith University - PalgraveConnect - 2014-04-12 This page intentionally left blank 10.1057/9780230391147 - Cross-Cultural Communication, Brian J. Hurn and Barry Tomalin Copyright material from www.palgraveconnect.com - licensed to Griffith University - PalgraveConnect - 2014-04-12 Cross-Cultural Communication Theory and Practice Brian J. Hurn and Barry Tomalin Copyright material from www.palgraveconnect.com - licensed to Griffith University - PalgraveConnect - 2014-04-12 10.1057/9780230391147 - Cross-Cultural Communication, Brian J. Hurn and Barry Tomalin © Brian J. Hurn and Barry Tomalin 2013 Foreword © Jack Spence 2013 All rights reserved. No reproduction, copy or transmission of this...
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...Caucus groups, independent groups of Xerox employees dating from the 1960s, play an important role in our diversity story. These caucuses, similar to networking and affinity groups, are instrumental in advocating openness, opportunity and inclusion for the entire Xerox community. They work with management to achieve common business objectives, self-advocacy and to create an environment of inclusion. Six caucus groups currently exist to address the concerns and meet the needs of employees who are African-American, Hispanic, Asian, women, African-American women, gay, lesbian, transgender and bisexual. Through executive roundtables, our CEO and other senior leaders meet with diverse teams of Xerox employees, often representing one of our caucus groups. During these informal sessions, participants share their views on Xerox’s work environment and business concerns, and identify actionable items for discussion with Xerox’s senior team. The process ensures that the executive leadership team and the CEO are working together to resABSTRACT. Currently, an increasing number of organizations are attempting to enhance inclusiveness of under represented individuals through proactive efforts to manage their diversity. In this article, we define diversity management against the backdrop of its predecessor, affirmative action. Next, selected examples of organizations that have experienced specific positive bottom line results from diversity management strategies are discussed. The...
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...HUMAN DEVELOPMENT REPORT 2004 Cultural Liberty in Today’s Diverse World Accommodating people’s growing demands for their inclusion in society, for respect of their ethnicity, religion, and language, takes more than democracy and equitable growth. Also needed are multicultural policies that recognize differences, champion diversity and promote cultural freedoms, so that all people can choose to speak their language, practice their religion, and participate in shaping their culture— so that all people can choose to be who they are. 65 108 166 55 34 82 3 14 91 51 40 138 29 62 6 99 161 134 114 66 128 72 33 56 175 173 130 141 4 105 169 167 43 94 73 136 144 168 45 163 48 52 30 32 Albania Algeria Angola Antigua and Barbuda Argentina Armenia Australia Austria Azerbaijan Bahamas Bahrain Bangladesh Barbados Belarus Belgium Belize Benin Bhutan Bolivia Bosnia and Herzegovina Botswana Brazil Brunei Darussalam Bulgaria Burkina Faso Burundi Cambodia Cameroon Canada Cape Verde Central African Republic Chad Chile China Colombia Comoros Congo Congo, Dem. Rep. of the Costa Rica Côte d'Ivoire Croatia Cuba Cyprus Czech Republic 17 154 95 98 100 120 103 109 156 36 170 81 13 16 122 155 97 19 131 24 93 121 160 172 104 153 115 23 38 7 127 111 101 10 22 21 79 9 90 78 148 28 44 110 135 50 80 Denmark Djibouti Dominica Dominican Republic Ecuador Egypt El Salvador Equatorial Guinea Eritrea Estonia Ethiopia Fiji Finland France Gabon Gambia Georgia Germany Ghana Greece Grenada Guatemala Guinea...
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...Police Misconduct and its Social Impact Can Better Police Training result in a decrease of Police Brutality against minorities? A research paper submitted advocating the issues among police agencies in North America. This paper analyzes the protocol that determines the appropriate procedures for a safer community for the victimized minorities through use -of- force incidents. HSB4U1 December 11/12/2015 Summative Report Mrs. Kim By: Julianne Silva Table of Contents Introduction……………………………………………………………………………………Pg. 3 Chapter one: Police Issues American CCPSA Fixing Problems…………………………………………………………Pg. 4 America’s Flawed System……………………………………………………………………Pg. 6 Controlling the Police…………………………………………………………………………Pg. 7 Chapter two: Police Solutions The Debate over Body Cameras…………………………………………………………….Pg. 9 Changing Policies and Regulations...……………………………………………………….Pg. 10 Chapter Three: Community and Behaviour Police Subculture……………………………………………………………………………….Pg.12 Impact on Minorities…………………………………………………………………………….Pg.12 Conclusion……………………………………………………………………………………….Pg.14 Works Cited………………………………………………………………………………………Pg.15 Appendix A: Julianne Silva Survey Summary………………………………………………..Pg.17 Appendix B-1: ………………………………………………………………………………….... Appendix B-2……………………………………………………………………………………... Introduction One of the most controversial topics in police enforcement throughout history has been the issue between racial minorities and the misconduct of police officials...
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...APPLIED SCIENCES Degree Programme In Hospitality Management | Hospitality Management 2012 | 64 Susanna Saari Veera Korjala CULTURAL DIVERSITY IN HOSPITALITY MANAGEMENT The bachelor´s thesis investigates cultural diversity in the hospitality management. It aims at presenting effective ways to improve cultural diversity in a workplace. This study was commissioned by JW Marriott San Antonio Hill Country Resort & Spa in Texas, USA and three hotels in Stillwater, Oklahoma, USA: Atherton Hotel, Hampton Inn & Suites and Residence Inn. The bachelor´s thesis incorporates culture theories and their applications to the workplace. Additionally, it focuses on cultural diversity dimensions in hospitality workplace, such as its benefits and challenges, its reflection in the work environment which have been related to the organization’s cultural diversity management. Eventually it provides solutions, such as a corporate strategic plan which focuses on the improvement of cultural diversity in the workplace by means of cultural diversity training. These best practices of cultural diversity are discussed in detail both in the literature review and in the study. The bachelor’s thesis has used two research methods, both qualitative and quantitative research approach. Qualitative research method was implemented by seven in-depth interviews with a target group of managers in the JW Marriott resort hotel whereas the quantitative research component executed captive questionnaire survey and included target...
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...CULTURAL COMPETENCE IN HEALTH CARE: EMERGING FRAMEWORKS AND PRACTICAL APPROACHES Joseph R. Betancourt Massachusetts General Hospital–Harvard Medical School Alexander R. Green and J. Emilio Carrillo New York-Presbyterian Hospital–Weill Medical College of Cornell University FIELD REPORT October 2002 Support for this research was provided by The Commonwealth Fund. The views presented here are those of the authors and should not be attributed to The Commonwealth Fund or its directors, officers, or staff. Copies of this report are available from The Commonwealth Fund by calling our toll-free publications line at 1-888-777-2744 and ordering publication number 576. The report can also be found on the Fund’s website at www.cmwf.org. CONTENTS About the Authors.......................................................................................................... iv Acknowledgments .......................................................................................................... iv Executive Summary......................................................................................................... v Introduction .................................................................................................................... 1 Findings........................................................................................................................... 3 Defining Cultural Competence ..............................................................................
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...CHAPTER 1 INTRODUCTION This chapter describes the area of investigation, citing the objectives of the study as well as the justification of the study. It continues to discuss the theories which guide the research and the methods used to collect data. The researcher also identifies the gaps in the already existing literature. 1.1 AREA OF INVESTIGATION This study examines the significance of Arts and Cultural Commemorations at Tuli West areas, Gwanda South. It looks at how people at the selected areas benefit from the annual commemorations held on Arts and Cultural activities. The commemorations are organized by Matabeleland South Arts Council, local leaders, that is, the Chief and Councilors in conjunction with the Ministry of Education, Sports and Culture. This therefore enhances the involvement of the community at large with schools used as venues. The study seeks to identify the relevance of the activities to cultural beliefs of the people in the area with the majority being the Sotho speaking. The community participates in various artistic work including drama, poetry, dance, singing as well as craftwork. The fact that the venues used for the commemorations are schools, give school children the platform to learn about the artistic as well as cultural works which defines the Sotho community. Guetzkow (2002) highlight that children find learning through artistic and creative activity much more enjoyable, and so they will have an easier time engaging with the material. They...
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...Organizational development and fundraising professionals, as well as board volunteers, have the opportunity to cross boundaries that divide people in other sectors. Whether we view this opportunity with apprehension or enthusiasm depends on our heritage, experiences, beliefs, and vision. Historically, nonprofit boards have offered limited opportunities to develop diverse leadership. 4 Beyond representation: Building diverse board leadership teams Maria Gitin OVER THE YEARS , dialogue on board diversification has evolved from focus on the importance of representing constituents, to “doing the right thing,” which is characterized by opponents as “political correctness,” to the current widely held view that a nondiverse board is missing key potential donors and opinion leaders. Diverse leaders can expand knowledge, create new resources, and open doors to partnerships necessary to fulfill an organization’s mission. Recommended strategies for board diversification must be understood in the context of the deeply divided society of the United States. Although North American cultural issues are the result of a unique history, most elements of diversity planning will apply in other countries as well. By the year 2015 the nonwhite portion of the U.S. population is expected to increase to 30 percent NEW DIRECTIONS FOR PHILANTHROPIC FUNDRAISING, NO. 34, WINTER 2001 © WILEY PERIODICALS, INC. 77 78 DIVERSITY IN THE FUNDRAISING PROFESSION (Changing Our World, 2001). In...
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...This text was adapted by The Saylor Foundation under a Creative Commons Attribution-NonCommercial-ShareAlike 3.0 License without attribution as requested by the work’s original creator or licensee. Saylor URL: http://www.saylor.org/books Saylor.org 1 Preface Competing books are focused on the academic part of HRM, which is necessary in a university or college setting. However, the goal with this book is not only to provide the necessary academic background information but also to present the material with a practitioner’s focus on both large and small businesses. While the writing style is clear and focused, we don’t feel jargon and ten-dollar words are necessary to making a good textbook. Clear and concise language makes the book interesting and understandable (not to mention more fun to read) to the future HRM professional and manager alike. It is highly likely that anyone in business will have to take on an HRM role at some point in their careers. For example, should you decide to start your own business, many of the topics discussed will apply to your business. This is the goal of this book; it is useful enough for the HRM professional, but the information presented is also applicable to managers, supervisors, and entrepreneurs. Besides these differences, other key differences include the following: This book utilizes a technology focus and shows how HRM activities can be leveraged using technology. We have also included a chapter on communication and information...
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